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Understand how to apply the motivational cycle to your team

Regardless of the size or segment in which your company participates, one of the biggest challenges is to keep employees committed and motivated. Different variables, both external and internal, can influence these aspects and benefit or harm productivity in general.

In this business context, the motivational cycle has even more relevance. This tool is closely related to the theory of human cognition (a topic studied in ​​psychology) and visually presents the stages of the motivation of the human being. The stages can vary between:

  • Need;
  • Tension;
  • Behavior or action;
  • Encouragement of incentive;
  • Satisfaction or frustration

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When the motivational cycle is correctly implemented in the organizational environment, this tool brings positive benefits both for the company and for professionals – who in the short term, tend to carry out their activities with a higher quality. In the long term, they can stand out to assume positions that imply leadership within the company.

With so many benefits, it is easy to understand why so many companies want to include the motivational cycle in their business structure, right? Thinking about that, today we bring a series of tips so you can apply the motivational cycle in your team. Pay a lot of attention!

The motivational cycle put into practice

First, it is necessary to bear in mind that the motivational cycle is a continuous process. After all, there are various situations throughout the day, month or year that can cause the worker to migrate from a state of equilibrium to a state of tension.

  • State of equilibrium: Represents the moment in which the professional is in its normal state, focused on the execution of its activities;
  • Tension state:Refers to the moment in which any need arises or the urgency to perform tasks that break the previous state of equilibrium.

For the motivational cycle to work fully, it is necessary for the managers to accompany their collaborators on a daily basis. In this way, it will be possible to identify moments of professional tension. Some common symptoms are:

  • Suffering anticipated;
  • Anxiety;
  • Lack of energy;
  • Physical and mental fatigue.

Recognizing these symptoms in collaborators is essential to help them in times of high tension, in addition to avoiding frustration in them, supporting them in the search for alternatives to meet their needs. It may seem simple, from the organizational point of view, but each of these actions slightly contribute to the increase in productivity and motivation of workers.

How to keep workers motivated?

For their workers to “wear the company shirt”, always feeling motivated, it is necessary for it to fulfill its function of empowering, stimulating and providing the professional with an environment of growth.

Although there are no rules carved in stone and each company works the motivation of their teams in different ways, we can cite some techniques that guarantee greater success and better productivity in the activities.

1 – Invest in feedback

Contrary to what many people think, feedback is not the moment that a manager uses to scold the worker. In the organizational environment, the feedback has a strategic function, since it provides a return to the professional on the activities that this has done.

Through this tool, employees are fully aware of the work they are doing, responding to the objectives of the organization, maintaining a state of individual and playing part in creating collective balance in the team.

2 – Track performance

Within your role as a manager, do you know what needs to be improved?

Keeping track of employees means having a broad view of both individual and collective points, which can be improved to meet the company’s objectives. In the long term, it will also be possible to identify the evolution of each collaborator so that he can assume new positions within the organization.

3 – Promote team meetings

Making meetings with the team before the start of new activities creates a moment and a space for collaborators to clear their doubts. In this way, they will feel much safer to start doing the work, besides feeling valued by the company. On the other hand, the organization will be interested in helping its professionals, crossing barriers and solving conflicts.

4 – Do not forget the work environment

It won’t do much to invest in numerous motivational strategies if the work environment does not inspire the worker. You must have already perceived that the best companies like Google invest in inspiring environments so that their workers can develop their productivity almost 100%.

Conclusion

The application of the motivational cycle in teams is a continuous process that demands impeccable planning and organization from the company. Through small changes in the structure of the organization, it is possible to achieve increasingly positive results, such as:

  • More satisfied teams;
  • Quality in carrying out activities;
  • More qualified and safe collaborators;
  • Professionals more proactive.

 

Now that you know how to apply the motivational cycle in your team, what do you think about putting this tool into practice in your company? Tell us how it went!

 


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